Here is the session description, which includes new information from my recent presenations at Talent Net Live and Sourcecon.

Session #1: 8:00 a.m. – 10:00 a.m. -

LinkedIn Basics -LinkedIn's changes in the last year include limited number of searches, search algorithm changes, and a huge influx of salespeople and spammers touching the same candidates you're trying to recruit.

Using a new community based search pattern, Jim Durbin shows how to find, attract, and message candidates on LinkedIn. This course is a useful primer for those who regularly use LinkedIn to hire, and it's essential for new recruiters who have never taken training.

This course is also targeted solely to how third party recruiters function, focusing on speed instead of comprehensive search. The training will include emphasis on hiring office and light industrial, technology, finance, and other professional services. Extensive new Boolean techniques and extensive integration with Dice, Indeed, and CareerBuilder are included.

Session #2: 10:15 a.m. – 12:15 p.m.

Facebook Graph:

Facebook remains a powerful tool for candidates outside of LinkedIn, which represents over 70% of the working US population. Facebook Graph Search, Job Postings, Data Research, and Messaging are covered for those looking to stay competitive with corporate departments.

Extensive attention will be be paid to how contract staffing firms use Facebook for fast hires, focusing on live requirements.

Facebook will include advertising and data research tools in a small module at the end.

Session #3: 1:45 p.m. – 3:45 p.m. -

LinkedIn Advanced:

LinkedIn Advanced is a must-attend course built off the recent Sourcecon conference. Jim walks us through how direct hire and contract recruiters can build large lists using LinkedIn as a hub.

These advanced techniques, which include visual sourcing and tool integration, are not available online, and represent 8 years of training. Class attendees will also learn the secret of gathering CEO cell phone and direct dial numbers from the internet.

Second - Focus on your metrics. 1) Look at as many resumes as you can and keep count

2) Interview as many people as you can on the phone and keep count (never let a call go longer than 30 minutes3) Interview as many people as you can in person. (never let it go over 30 minutes). 4) Make it a practice to make 100 phone calls a day.

There is no substitute for pattern recognition in this business. Get it in early, and you'll understand recruiting faster than your peers. Being smart doesn't help. It's about repetition.

Third - Buy a mirror and put it on your desk. As the phone rings, smile at it. An old secret but a good one.

Fourth - if is your plan to stay in this business, you have to proudly identify yourself as a recruiter and a salesperson. There are no extra points for being a good recruiter in a sea of bad ones. Understand your job is to make introductions, and try not to take it personally when clients and candidates lie to you. Over time, your successes will outweigh your failures. Never apologize for being a recruiter, and never apologize for other recruiters. That will suck the life out of you, and you'll start looking for exits.

Thanks to a preview of the Dice Open Web project, I'm digging into a permanent position for a business analyst for a manufacturing company in St Louis. The following are my notes on using DOW. The only compensation was a two week trial of the product.

State of the Search:

We started with your typical job description, which pretty much is summed up with the title, Business Analayst. The company has been getting resumes from their website, and from recruiters who scour the normal job boards, so I either have to deep dive into companies, or use a new source.

So I log into Dice, and because I talked to the manager, I enter search terms that are very specific.

I start with simple. "Internet of things" "business analyst" One difference for Dice that you have to get used to is that you don't use quotes for specific phrases. You separate keywords and phrases with a comma. Like all search protocols, knowing this before you start saves you a lot of time.

"

So that creates 57 names, but I wasn't specific enough, and I get into the weeds with internet of things. So I back out and start over.

Mesh network." "Iot." "NDC." RFID." "Wifi and Supply Chain" What I'm looking for is not just resumes, but clues into the people and companies that work on this in St Louis.

The RFID Search has 5,000 candidates, but every one on the front page is a fit.

Most of these start with a resume, so I have contact info and know they are looking. But on page 2, I start getting more Open Web profiles, which can send me to LinkedIn, Facebook, Github, and Twitter.

This solves two problems. One, I'm calling right away. But if those calls hit voice mail, I have other ways of reaching out to them, and as I'm reading through each profile, I'm improving my knowledge of the skillset in St Louis, as well as which companies feature prominently in the space.

If I were doing this on LinkedIn, I could pull up social data using a Chrome extension, but I'm by definition searching in a passive candidate pond. If I'm using another job board, I'm not focused on tech, and I'm competing against lightning fast contract recruiters who call every new resume as soon as it hits the job board.

And let's not forget the company is doing th same thing, posting jobs and taking resumes for the position.

My next step is contacting people.

1) I call if the number is available. 2) I email if that's available, using information from their social profile to be the hook. 3) If they're on LinkedIn, I compare the profile to the resume, and make sure I check profile also viewed that night. 4) I track them on social channels to see if they're talking about work, and if they're open to messaging on Facebook or Twitter. 5) I check their name - many candidates use a slightly different version of their name in the resume to throw off their current employer.

I'll update you on the total numbers and the connection success, as well as keeping a tab on the time as we move this project forward.

And if you're a business analyst in St Louis with a manufacturing and supply chain background looking to get into the Internet of things, email me at that link to the top right.

Last year, I did a review of Dice Open Web based on a Trial and a conversation with their President, Shavran. I liked the tool, but most of my work is done in digital marketing these days.

As luck would have it, I'm working four tech jobs in the St Louis market, and Dice has again offered to let me play with their upgraded system. So what I'm going to do is report live while working on these open requirements, showing how I would use Dice by actually using Dice.

It's been a while, but I have four positions I need to fill in St Louis.

And maybe a fifth, if they'll sign the contract. So forgive this blogpost, but I'll be soon reaching out and interviewing

Business Analysts

Web Developers

Project Analysts

.Net Developers

Yeah, I know that last one is far fetched, but the first three - that's my bread and butter. So if you remember me, know me, see me looking, or think you want a new job, reach out to me at @smheadhunter or social media headhunter at gmail.com

I'll have more later, along with a lot of cool videos we're doing.

And in addition to being up for interviews, I'll be back in April for new LinkedIn and Facebook training with MKSSA. So be ready for that in April.

I was playing with Facebook ads a few months ago, and came across what seemed to be an anomaly in the ads panel. You could select a group of people on Facebook to advertise based on whether or not they were looking for a job.

That option has since disappeared, which tells me that it is in the planning stages, and job search is coming to Facebook.

This is solely for job related data. Searching a like in the past has been specific to a company - but with skills, we'll be able to search Facebook candidates the way we search on LinkedIn or Job boards.

It's not fully rolled out. And right now, the skills selections are based on existing pages and likes. Expect that to change. Expect it to change very quickly.

**Be sure to bring your laptops because Jim Durbin will be running live searches.

NAPS (now MKSSA) was my first live training back in 2008. Since that time, I've trained over 5000 recruiters on how to use social media to make more placemtns. It's a pleasure to return and deliver training to new recruiters, as well as share some of the secrets for advanced recruiting using LinkedIn and the new Facebook Graph Search.

Laptops are recommended, as I believe Wifi access will be available for all. Seats are limited based on space.

Below the fold, I'll post the session details. Please email me at jim at social media talent.com if you have extra questions, and let me know if you'll be attending.

$50 per person per session or $100 per person for two or more sessions.

Non-Members

$75 per person per session or $150 per person for two or more.

There is a 10% discount on any firm that brings 3 or more participants.

NAPS (now MKSSA) was my first live training back in 2008. Since that time, I've trained over 5000 recruiters on how to use social media to make more placemtns. It's a pleasure to return and deliver training to new recruiters, as well as share some of the secrets for advanced recruiting using LinkedIn and the new Facebook Graph Search.

Laptops are recommended, as I believe Wifi access will be available for all. Seats are limited based on space.

Below the fold, I'll post the session details. Please email me at jim at social media talent.com if you have extra questions, and let me know if you'll be attending.